Decr202> TYOME some Miliep ae. per / Subject Code: 46011 / Human Resource: Performance Management & Carcer Plansing, (24 Hous) “Total Marks: 75 (1) All questions are compulsory subject to internal choice. @) Figures tothe right indicate fll marks NB. Qu. (A). State whether the follow fatemens are True or False (Any igh): (8) 1. Performance management can be defined a a systematic process for improving. the organizational performance by improving the performance of individuals & teams 2. Planning means regularly measuring & recording performance & providing continuous feedback to employees & work groups on ther progress toward reaching their goals 3. _Jobperfection skills are those that are needed fo successfully perform one’s job. 4, Under performance is consistent fulure to meet pre-defined, realistic objectives ‘& performance standards 5. Metre Benchmarking involves measuring & comparing various units in order to find gaps & the reason behind it 6. A list of desirable ethical behavior by an employee is called as Code of Conduct. 7. Providing Intensive Feedback & Coaching to New Employees can be considered as one ofthe Best Practices in PM. 8. A team's achievement beyond a certain target, or a departments successful completion of a eriical project, may be rewarded by the way of individual performance pay. 9. Career planning is a managerial technique for mapping out the entire carer of ‘young employees 10, Performance appraisal can be defined as the informal review & rating of ‘managers by their subordinates. Qu. (B) Choose the Correct answer: (Any Seven): o 1 is considered tobe the soul of High Performance Teams 3) Innovation b) Maximization ) Aggressiveness 2 is identified as a method of ident ‘adopting outsianding practices from others a) Process Benchmarking ) Metric Benchmarking ©) Diagnostic Benchmarking 3 help determine the promotability of an individual to a Figher position & help chalk out his career plan ‘) Career Planning ») Career Development ©) Potential Appraisal 4 _means improving the capability of employees to perform through ‘raining, giving assignments that introduce newer competences or higher level of responsibility, improving work processes a) Developing b) Rewarding ©) Rating, , earning & 64690 Page 1 of 3 ‘69088 C007597C4ABGEDTSBOT2TCOCF - ————————scannerrnmnie‘0s BO07S97CSEABGEDTSBOTZIC9OCF RTT OTT CT a mice Management & Career Planning “**2% aper / Subject Code: 46011 / Human Resource: Perforn 5 One of the objectives of is to attract and retain the ght type of persons in the organization 1), Career Development 'b) Career Planning ©) Carver Modifiation defined as the ability of an individual t0 apply 6 may be generally oar ii or har nowledge & skills & the behaviours necessary to perform the job well a) Capability ') Competency ©) Coaching 7 An isa preset, formal diseussion between the manager & the ‘employee fo review the latter's progress in meeting the agreed objectives & responsibilities in middle ofthe appraisal period 2) Periodic Appraisal 'b) Performance Appraisal «) Interim Review 8 Performance is a continuous process of evaluating employee performances 2), Management b) Appraisal ©) Evaluation oA is an experienced person in a company or institution who trains ‘& counsels new employees 2) Mentor ) Coach ©) Trainer 10 Setting Clear Goals is one ofthe essentials for establishing criteria ‘) Management ») Performance ) Development Q2. (0) Distinguish between Performance Appraisal & Performance Management (08) (8) _ Explain the components of Performance Management oy oR (©) Explain in detail all the steps of Performance Management Cycle as) Q3. (@) Explain the strategies for effective implementation of Performance (15) Management on (W)__ Explain the methods & benefits of Performance Benchmarking (08) (©) Explain the steps for setting up performance eriteria co) 64690 Page 2 of 3 nogncoorsricesausezrsuar27c90cr ovale Wiul Lal ——ereraoes svg) er/ Subject Code: 46011 / Human Resource: Performance Management & Career Planning0) © 64690 ‘Management on Explain the methods & benefits of Peformance Benchmarking (08) Explain the steps fr setting up performance itera, 7 Page 2 0f3 ‘osncunrs¥7cssaues27suo7z7C90CF ovale wil Ua 'per / Subject Code: Q4. @) ) © Qs. @ ) Qs. 1 2 3 4 5 64690 46011 / Human Resource: Performance Management & Career Planting What do you mean by Ethical Peformance Management? What are the (15) Drincipals of tical Peformance Management? on What are Competency & skills based pay & their advantages & disadvantages (08) Explain the key issues & challenges in Performance Management on Explain the role of Mentor in Career Planning @ Discuss the role of employer & employee in career development o oR Short Notes (Any three): as) Pyramidal Mode! of Career Development ‘Under Performance Contribution based pay Best Practices in Performance Management [Need of Performance Management 3/3 Page3 of 37:38 PM | 121KB/s Trams ser0-¥ pelater ~ Dec -20 2 *1 Subject Code: ans man Resource: Faance for felons Compensation Management Marks:78 Dovatlon 25 Hours NB 1 All questions are compulsory 2) Figures to the right indicate te maximum marks 1. (0) choot he coms answer rom the given opin andrei any 8 ttre (8) 1. COBRA requirement is generally for months b. 1836 © 20-48 1024 2 59) 2. An organization's are the standards and benchmarks of pay packages to different ‘poops or hcrchy of employes the payment struct, trea and mes of PSYm=Tt in any organization. {compensation plans b. paystructre compensation 4. compensation objectives 3. refers the py comesponding othe difcly evel ofthe jb assigned oan employes. 2 Tndividus equity . Intemal equity ce External equity 4. Socal Eauity {Ac An HR profesional isa____belp to termine the worth of varios jobs 0 that jb evaluation is property conducted. ‘a Negotiator Evaluator Notifier 4. Communicator 5. Which ofthe following i considered th rst wage inventive planin moder industrial er? ‘a Haleey plan Taylor’ difeentialpiece-ate plan Banh plan 4. Gantt Task plan 6 ca richer package of benef with various rewards ike stock options, multiple years ‘of compensation bons, retirement packages, extended health care coverage et Golden parachutes by strategie pay Salary Progression Curve 4. broadbanding 1 “represent hourly rates of pay. Wages Salary ‘Compensation Allowarce 19096 Page tof 3 SEGGEDSAAGEAACOCESOUROEETAID £1 Subject Code: 46005 tluman Resource: Finance fo 8. Compensation ~ Wap or Salary + Employee benefis¢_______—* Nom Pecuniary rewards, Recurring financial rewards i. Non-tecuring financial rewardssaals & Compensation Manageniy 16005 / Human Resources Finance for TIR Professi 8. Compensiion = Woge or Sry + Employes beneis "Nom Pecuniary rewards. Recurring financial rewards b. Non-recuring financial rewards . Financial Rewards <4. non financial 9. Discrimination ina selection or promotion decision {is an issue, but only because ofthe human rights legislation now in force. is always illegal Violates the law only ifthe basis fr discrimination is gender or race. is unavoidable, and only is egal problem ifthe bass for discrimination is ona legally probibited attribute 10. Insurance schemes, retirement benefits and leave travel concession are examples of indirect monetary compensation ». direct monetary compensation . non-monetary compensation 4. None of the above pese Q.1 @B) True or False (Attempt any 7) : a ‘A. Maximum limit of Gratuity payable i of Rs.20 Lakh as per Amendment made in March 2018.-True B. Employees provident fund is applicable to industries with less than 20 employess- CC. Broad- banding allow greater flexibility in compensiion. D. Sales compensation mostly rely on sales commission which may differ from ‘organisation to organisation. << -B. Profit sharing can never be on individual basis. F. Human Resource Accounting is the process of estimating the cost benefit of investments on human resources with a view to assessing their value tothe organisation, G, There is no provident fund facility available for unorganized sector. 1H. COBRA cover plans that provide both life insurance and disability benefits i. 13h, +1 Subject Code: 46005 Human Resource: Finance for HR Professionals & C npensation Managemen= £02. Dest he models of compensation © © Qap Sate the factors conibting to ware differenti? o Page 20f3 SEGSEDSAAGS244COCESO4$1200EE7ASD SS9AEGOAGUYZACEAS/FTEETOBA2FAOCA ovaimieu wiul U \ TARE Semi / - IN iap Subject Code: 46005 Maman Resource: Finance for IHR Professionals & Compensation Management Q3. A. What are the prerequisites of effective incentive plans? Explain any seven prerequisites in brief. ® QB. “Technology is significant for incentive management.” validate the statement with examples o o {Q3.C. What is Human Resource cost Accounting? State Human Resource cost Accounting approaches in bret. @. Q3.D. State the eriteras on which a team ean be compensated. o (Q4. A. What do you menn by cafeteria approach? Is this approach beneficial? If yes state why? ® 4D. Explain Goon Parachutes and Salar Progression Curve a Or Q4.C. Explain different types of wage diferent o 4D. Whats proft sharing plan? What eit features? o 5. Explain Golden Parachutes and Stlary Progression Curve © QSB. Explained Skilled based compensation tools ® o 5. Wite Short nots (any 3) as Explain Subsistence Theory 3'P's of compensation. ‘Adjudication ‘Wage Boards ay Commissions 3/3 13096 Page 30f31 Subjee: Cee: 46095 Tuems] sem ¥/ 22.11. an Resoure ance for HR Profess mals & Compensation Mana Duration: 2.1/2 hours Marks: Note: Figures to right indicate marks. Al questions are compulsory QIA. Complete the sentence by selecting appropriate answer for any seven questions fro the multiple choices given below: 07) 4, The remuneration system needs to meet the following type(s) oF equity A. Intemal B. Extemal Individual D. Allofthe sbove 2. Which of the fol A. Labour market B. Cost of living . Labour unions D. Allofthe above ig factor influence(s) employee compensation? ‘Any compensation plan must be A. Understandable, workable, acceptable B. Reasonable, workable, acceptable . Understandable, feasible, acceptable D. Understandable, workable, compensable 4. ‘The piecework’ pay plan is often called A. individual pay plan B. group pay plan . extrinsic rewards D. intrinsic rewards 5. ‘The factor which influence bonuses’ are eligibility fund size individual performance all of above voe> 6. Adding ‘icentives' to the job is included in A.sintrinsié motivation B. extrinsic motivation C. outsourced motivation D. in-house motivation Page 1 of3 38179 EDAGE072C#S629F0818480054095674C + / Subject Code: 4600S / Human Resource: ce for HR Professionals & Compensation Mani 7. Gratuity is payable to all those employees who render a continuous service of years ‘A. 10 Bo ©. Sormore D. more than 6 years 8. __is process of judging the relative worth of in an organization, ‘A. job valuation B. job ranking C. job evaluation D. Job Analysisject Code: 46005 / Human Resource: ‘nance for HR Professionals & Compensation Mi 7. Gratuity is payable to all those employees who render a continuous service of years A. 10 B2 ©. Sormore D. more than 6 years 8, __is process of judging the relative worth of in an organization ‘A. job valuation B. job ranking C. job evaluation D. Job Analysis 9. A___ gain sharing plan is more appropriate inthe industries where ualitytis important than quant ‘A. Scanlon plan B. Rucker plan C. Immposhare D. Profit sharing 10. Ifmen and women are paid differently for same profile of Work? Its eategorized as A. Personal wage differential B. unjust differential €. common wage differential D. Local wage differential Q1.B, State whether the following are true-or false: 08) |. A pay structure is a designed structure or framework for remunerating employees. 2. Job security is and always has been the primary consideration for most workers. 3. Labour laws and regulations normally have a specific influence on the wages and salary administration of an organization, 4. Pay levels should not bé fixed in such a way that they reward the employees adequately whenever they come up Wwithrthe targeted performance levels and behaviour. 5. Pay structures shold be appropriate to the eulture, characteristies and needs of the organization and its eniployees. Incentives are also ealled “payments by results’ Incentives depends upon productivity, sales and profits 8. ‘A fair day work for fair day pay” denotes a sense of equity felt by employees, 9. Labour market influence employee compensation. 10. Daily wages is not a concept of wage. 23 Page 2 of 3 35179 EDAGEO72CES629FDS 884DDS4O9S67HC Jer / Subject Code: 46005 / Human Resource: Finance for HR Professionals & Compen: 2.4. Elueidate the statement. “He professional has greater role and responsibility toward planning compensation for employees, 07) A. Elaborate the prerequisites of effective incentive plans? (08) Or B. Define HRA. Elaborate features of HRA. 0?) . Discuss the Payment of wages Act, 1936. 8) Q5.A.Explain compensation. Explain objectives of compensation, @7) BB What ae the factors contributing to wage differentials? (08) Or C. Explain: a. E — Compensation b. Salary Progression Curve. 07) D._ Discuss in brief pay commission. (08)ee ee POyees. 6. Incentives arealso called ‘payments by results’ 7. Incentives depends upon productivity, sales and profit. 8. ‘A fair day work for fair day pay’ denotes a sense of equity felt by employees, 9. Labour market influence employ 10, Daily wages is not a concept of w: ‘compensation, Page 2 of 3 35179 EDAGEO72CES629FDS 884DD5409S674C Yer / Subject Code: 46005 / Human Resource: Finance for HR Professionals & Compensation Ma Q2.A. Elueidate the statement. “He professional has greater role and responsibility toward planning compensation for employees 07) A. Elaborate the prerequisites of effective incentive plans? (08) Or B. Define HRA. Elaborate features of HRA. 7) . Discuss the Payment of wages Act, 1936. 8) Q.A.Explain compensation. Explain objectives of compensation, To) B. What ae the factors contributing to wage differentials? (08) Or C. Explain: a. E — Compensation b. Salary Progression Curve. 07) D._ Discuss in brief pay commission. (08) Q4.A. Explain issues in managing compensation, a) 5. Explain in detall, how do you compensate with cafeteria approach wittits advantages and disadvantages? (08) or Explain in brief elements of good wage plan. 07) . What are the dimensions of compensation? (08) (QS. Write short notes on any three from the given five: as) 1. Financial type of compensation. Pay Structure, 3. Seanlon Plan, 4. Legal considerations to be made while des 5. Broad banding ing compensation. Page 3of 3 35179 EDAGEO72CES@29FDSIS4ADDS4OS6TACDuration: 2.1/2 hours Marks: Note: Figures to right indicate marks. Al questions are compulsory QA. Complete the sentence by selecting appropriate answer for any seven questions from tthe multiple choices given below: 7 1, The remuneration system needs to meet the following type(s) of equity A. Internal B. Extemal ©. Individual D. Alllofthe above 2. Which ofthe following factor influence(s) employee compensatfon? A. Labour market B. Cost of living C. Labour unions D. Alllofthe above 3. Any compensation plan must be ‘A. Understandable, workable, acceptable B. Reasonable, workable, acceptable CC. Understandable, feasible, acceptable . Understandable, workable, compensable 4. ‘The 'piecework’ pay plan is often called A. individual pay plan B. group pay plan . extrinsic rewards D. intrinsic rewards 5. The factor which influence honuses' are eligibility fund size individual gerfotmance all of above yos> 6. Adding ‘incentives’ to the job is included in A.intrinsié motivation BL extrinsic motivation CC. outsourced motivation D. in-house motivation Page 1 of3 35179 EDAGEO72CES629FDEIS4SDDS409S674C der / Subject Code: 46005 / Human Resource: Fi nce for HI Professionals & Compensation Man 7 Gratuity is payable to all those employees who render a continuous service of years. ‘A. 10 B 2 C. Sormore D. more than 6 years 8. __ is process of judging the relative worth ofa an organization ‘A. job valuation B. job ranking C. job evaluation D. Job Analysis 9. __ gain sharing plan is more appropriate inthe industries where Quality important than quantity ‘A. Scanlon plan B. Rucker pian C. Imrposhareder / Subject Code: 46005 / Human Resours Finance for HR Professionals & Compensation Max 7 Gratuity is payable to all those employees who render a continuous serve of years. a. 10 B 2 C. Sormore D. more than 6 years the relative worth of in an organization, 8, __ is process of judgin ‘A. job valuation B. job ranking C. job evaluation D. Job Analysis 9. A__ gain sharing plan is more appropriate inthe industries where Quality important than quantity ‘A. Scanlon plan BL Rucker plan C. Imposhare D. Profit sharing 10. Ifmen and women are paid differently for same profile of Work is eategorized as —_ A. Personal wage differential B. unjust differential . common wage differential D. Local wage differential QB. State whether the following are true or false: (os) |. A pay structure isa designed structure or framework for remunerating employees, P e a 2. Job security is and always has ben the primary consideration for most workers, 3. Labour laws and regulationsnornially have'a specific influence on the wages and salary administration of an organization, Pay levels should not bé fixed in such a way that they reward the employees adequate" whenever they come-up Witte targeted performance levels and behav! 5. Pay structures sholild be appropriate to the culture, characteristics and: 2/3 ae organization and its employees. 6. Incentives are also called “payments by results 7. Incentives depends upon productivity, sales and profits. 8. “A fair day work for fair day pay” denotes a sense of equity felt by employees, 9. Labour market influence employee compensation. 10. Daily wages is not a concept of wage. Page 2 of 3 35179 EDAGEO72CESS29FDS18480054098674C Resouree: Finance for HR Professionals & Compensation Man fer / Subject Code: 46005 / Hun Q2.A, Elucidate the statement, “Hr professional has greater role and responsibility toward. planning compensation for employees. 7) AA. Elaborate the prerequisites of effective incentive plans? (08) Or Define HRA. Elaborate features of HRA. 07 C. Discus the Payment of wages Act, 1936. (08) Q3.AExplain comnencation Funlein chinese fn...sr ltt ‘Job security is and always haé ben the primary consideration for most workers 3. Labour laws and regulations normally have a specific influence on the wages and salary administration of an organization 4. Pay levels should not bé fixed in such a way that they reward the employees adequately Whenever they come up Wwitlrthe targeted performance levels and behaviour, Pay structures sholild be appropriate to the culture, characteristics and needs of the organization and its eniployees, 6. Incentives arealso called ‘payments by results 7. Incentives depends upon productivity, sales and profits. 8. “A fair day work for fair day pay” denotes a sense of equity felt by employees. 9. Labour market influence employee compensation 10. Daily wages is not a concept of wage. Page 2 of 3 ESS29FDSIS4EDDSA0BS674C fer / Subject Code: 46008 / Human Resource: inance for HR Professionals & Compens: (Q2.A, Elucidate the statement. “Hr professional ha greater role and responsibility toward planning compensation for employees 07) A. Elaborate the prerequisites of effective incentive plans? (08) Or BB. Define HRA, Elaborate features of HRA. 07 C. Discuss the Payment of wages Act, 1936, (08) ‘Q3.A.Explain compensation. Explain objectives of compensation. oD 'B. What are the factors contributing to wage differentials? (08) Or . Explain: a. E ~ Compensation b, Salary Progression Curve. on) D. Discuss in brief pay commission (08) Q4.A. Explain issues in managing compet (07), 5. Explain in detail, how do you compensate with cafeteria approath with its advantages and disadvantages? (08) Or Explain in beef elements of good wage plan. oO) D. What are the dimensions of compensation? (08) QS. Write short notes om any three from the given f as) 1. Financial type of compensation 2. Pay Structure, 3. Scanton Plan, 4. Legal considerations to be made while design compensation. 5. Broad banding.OIE WCE 29 < TYBMS SEMSH.. & @ QIA. Complete the sentence by selecting appropriate answer for any seven questions from ‘the multiple choices given below: 07) 1 {s one type of non-financial compensation. ©) Stock options d) Leave travel allowance 2m Model, the wage rate of any given occupation is set atthe point ‘where the supply of Labour equals demand for labour in the marketplace 4) Balancing equity b) The distributive justice model c) Labour market model d) None ofthese 3. According to section Sof Factories Act, 1948, No adult worker should be required to work in factory more than hours 48 b)52 @)47 a as 4.An. is an important mechanism that encourages and motivates managers to achieve organizational objectives 4) Provident Fund _ b) Increment e) Incentive d) None of these 5) In pay , ny salary increase that is awarded to the employee based on his or individual performance 8) Merit pay b) Piecework plan c) Team incentive plan d) Scanlon plan 6 theory was developed by J.S. Mil in 1891 8) Wage fund theory b) Marginal productivity theory c) Residual Climant theory d) None of these ” is also known as severance package or Terminal agreement 4) Salary Progression curve_b)E- compensation ©) Golden Parachute d) None ofthese 8) Compensation is of financial and ‘ypes. 8) Financial b) Eeonomieal e) Non- economical d)Non financial 9). Compensation tools can be grouped into job-based and category, a). Job based b) Money based) Skill ised d) Performance based Page of 3 ssisl S6AB7F22SSIFITIRDGSGTSOCSBAASSID jubject Code: 46005 / Human Resourc 10) Scanlon Plan was developed by 44) David Ricardo b) Joseph Scanlon c) John Scanlon d) David Scanlon QBs tate whether the following are true or false: (08) 1. Compensation represents both the intrinsic and extrinsic rewards, 2. Taxes like death, are unavoidable in managing compensation. g B 3. __ The pay structure of an organization has freedom for non- complianed prevailing laws and regulations of the country.regene ssisi + / Subject Code: 46005 / Human Resource: Finance for HR Professionals & Compensation Manag 10) Scanlon Plan was developed by 8) David Ricardo b) Joseph Scanlon ) John Scanlon d) David Scanlon QLB. State whether the following are true or false: (08) 1. Compensation represents both the intrinsic and extrinsic rewards, 2. Taxes like death, are unavoidable in managing compensation 3. ‘The pay structure of an organizatio prevailing laws and regulations of the country 4, BSPS are regulated by the guidelines issued by the Securities Exchange Board of India (SEBD). 5. Pay survey analysis is the process of analyzing compensation data gathered fron other employers ina survey of the relevant labor market. 6. Pay commission is a body who design pay structure framework for remunerating ‘employees. 7. Job security is and always has been the primary consideration for most workers. 8, Labour laws and regulations normally have a specific influence on the wages and. salary administration of an organization, 9. Compensation should not be fixed in such a way that they reward the employees adequately whenever they come up with the targeted performance levels and behaviour 10, Incentives should be planed appropriate to the culture, characteristics and needs of the ‘organization and its employees. (@2. A. What is compensation as per your understanding? Explain different type 97/3 compensation, 8. Elaborate with examples some modem methods of incentive plans? (08) or . Explain HRA. laborate HRCA o , Discuss the Payment of Bonus Act, 1965 (08) Page 2013 55181 SOAB7F2253IF97IRDESGTSOCSBAASSID Q3. A. What are the benefits of compensation? @ B, What are the types of wage differentials? 08) or C. Explain: a. Golden parachute b. New Pay 7) D. Blaborate the given concepts: ee(Q2. A. What is compensation as per your understanding? Explain different types of compensation, on B. Elaborate with examples some modem methods of incentive plans? (08) or €-Explain HRA. Elaborate HRCA, 0 DD. Discuss the Payment of Bonus Act, (08) Page2 of 3 sisi ‘6AB7F2531F¥TID6S67SOCSBAADSID onals & Compensation Manage Q3. A, What are the benefits of compensation? or B. What are the types of wage differentials? (08) or C. Explain: a, Golden parachute b, New Pay (07) D. Elaborate the given concepts: a. Wage boards b. Adjudication 08) Q4. A. Explain the features of pay structure or) B. Explain how technology i aiding incentive management. (08) Or C. Explain in detail, how do you compensate an expatriate and executives? on D. Explain application of Equal Remuneration Act 1976. (08) QS. Write short notes on any three from the given five: as) 1. 3P's of compensation 2. Wage Fund theory 3. Cafeteria approach 4. Ethics in compensation management 5. Wage Boards 3/3 Page 30f3 sisi ‘éAB7E22531FYTM6S67SOCSBAAIDeR CC Iee <€ commerce_bms... Duration: 25 Hours Marks: 75 NB 1) All questions are compulsory 2) Figures tothe right indicate the maximum marks, V2 Q1 A) Filtin the blanks (anewer any 8) alo called as salary structures. (A) Accidental Insurance (B) Wage Levels (C) Cos of Living (D) Compensation 2, 3 Ps of compensation docs not include (A) Pay for Postion (B) Pay for Period (C) Pay to he Person (D) Pay for Perloff 3. Job evaluation helpsto assess thereal____of the ob. (A) Performance (B) Skills (C) Net Worth (D) Need 4. __have a great economie & socal significance, (A) Wage Differentials (B) Wage Rate (C) Rewards (D) Compenision 5. The pieeework plans often called (A) Individual Pay Plan (B) Group Pay Plan (C) Extinsic Rewards (D)Ineinsic Rewards 6. Minimum ___ year's contribution service isrequifed for entitlement to pension, (A)8 BS (2 10 7. HRCA stands for (A) Human Resource Cost Accounting _((B) Huan Resource Credit Accounting (C)Human Resource Cost Auditing —_° (D) Human Resource Credit Accounting 8. Golden Parachutes make iteasitrto hire and_executives. (AVF (B)Dismiss C)Rewait™ (D) Motivate 9, The payment of gravity ac was passed inthe year___ (ay97s (8) 1976 (©) 1965 (Dy1972 10..The _said bead within a period of eight months fom the close ofthe accounting (A)Gratuity (B)Rention (C) Bonus (D) Provident Fund Q1) By Truc or False (answer any) oy 1) Compentation management isan integral part of human resource management. 2) Jb Based Compensation Plan isthe radiional and widely used form of compensation plan 3) The group incentive can be based only on piece rate. '4) Short term incentive is mostly given to senior general and fational area executives. 5) The commission is difficult to calculate und understand. 8) Stock option plan isa non-tradable long-term incentive availabe tothe manages. 1) HRA i statutory in the country. 12085 Page 102 A296 eSHDUDEAOLE ne SOE Sane Will Catt: per / Subject Code: 46005 Human Resource: Finance for HR Professlonals & Compent 8) Standard Costing method isnot ine consuning 2 COBRA cove plans tat provide oh i nsranc nd dibiiy bent. ZA 10)The Payment of Wages At 1936 emphasises tnelypoyment of agen (G2) ) Define Compensntion What a he1) Compentation management isan integral part of human resource manageavent. 2) Jb Based Compensation Plan isthe trational and widely used form of ‘compensation pan, 3) “The group incentive can be based only on piece rae 4), Short term incentive is mostly given to senior general and fantional area executives '5) ‘The commission is difficult to calculate and understand, 6) Stock option plan isa non-radable long-term incentive availabe tothe manages 7, MRA js statutory in the county. 13095 Page 1012 AOCSICAALINSSNDEIIAOHOSEET SS OH WILLE Paper / Subject Code: 46005/ tluman Resource: Finance for IIR Profesional & Compensa Manag 8) Standard Costing method i not time consuming, 3) COBRA cover plans that provide bth life insurance and disability benefits 10) The Payment of Wages Act 1936 emphasizes timely payment of wages. (Q2)a) Define Compensation, What are the secondary objectives ofa compensation pln? (8) (22) Explain the external factors that influence of compensation plan. m or (Q2).) Write shor note on 3 P's of compensition, 81 (Q2) €) What are the various factors to be considered fra sound pay structure? rm (Q3)8) Define incentive plan What are the vious types in incentive pans? ust or (Q3)8) What are he pre-requisites for an effective incentive syste? ‘81 (Q3)c) Write in detail about “Subsistence Theory of Wage” m 4) a) Elaborate the compensations given to special ertips An)S (81 (Q4)b) Explain Cafeteria Approach with the help oft appreprate example. m on (Q4)¢) Define Human Resource Accounting Expl its features. ‘81 (24) 4) Explain “Golden Parachute”. How 18 write a Golden Parachute Severance Agreement? m (05) Expin the Bonus Act 1965 i ds. 8) (Q5)}) Explain the Equal Remuneration Act 1976, m oR (QS) Short Notes (Any 3 oto 5) us) 8) Write a not “The Disibtve tice Mode. 1b) What arethe diffrent types of wage differentials? €) Write anoteen Human Resource Value Accounting (HRVA). 4) White a nate oa Gratuity Act 1972, ) Write in brie dour, Adjudication, 13008 Page 2 estcaaavassssnnnsxAdUocsee76 SLaHeU WILLee EYAL IL)FE _ Marna Prodoctvty Tloty is concagbed Wp UP hoe exered by demand and supply ot bo —~ Profi sharing ein ever ona ic ©. Per day nag cared wi wlan apn pie et pla H. Thetis o provident fund ely avilable fa usoganzed vet _ASBet Worksen Compentlign A thers ne standard amount of compensation 4. © Phetros Ach 1948 melt SRY att workers requied wo work for tee ton 4 hoary eres . 05 Amt mde i eee conpeuaioa mugen ms ® CK on © 4: Wiig sttmas Resse acounting? Expin its featres © B.S we tcc a pei reps? Expl copenston managemen Teer seb Cote 405m Revarn Mane fr HR Preenonal & Compas sess on ee D. Win leprodt dann le What ar ase ae Q4 Answer the following in brief eo os oO c Explain Subsistence Theory ad ® 05 Answerte flowing ee ys A. tpn te ips i ei te open Ob > 3 Witenes 8 5 Shor notes: (Any Thre) . E _Compeanion capone GairShang Pan tera yd ga Pas ating py see